DaNang Workshop Attracts Over 30 People

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Interesting Topic

The topic was chosen by survey of existing business customers in the DaNang area. A quick survey of participants shows;

20% General Directors

30% HR Leaders (Directors)

40% HR Professionals

10% Admin roles

The most common company represented was a private firm with 100 to 200 employees. Several participants came from companies with over 1000 employees.

Measurement

What gets measured gets managed. The group discussed standard ways to measure the following key retention indicators;

Retention rate

Turnover rate

Voluntary turnover rate

Average LOS of current employees

Average LOS of Leavers

Special characteristics Leavers

Vacancy rate.

Costs

The way to a General Directors heart is through money. This section looked at cost and how to use the following types of costs to get influence for your retention arguments;

Direct Costs

Opportunity Costs

Tom Vovers handed out a checklist of all the possible costs associated with turnover to help decision makers when planning to reduce turnover.

5 Actions to Take

After discussing "Natural" turnover, that companies cannot control, the group considered 5 actions to deal with voluntary unexpected turnover. For each item the group contributed real life stories from their experience.

Employee Value Proposition - focused recruitment

Onboarding - introducing people to the company correctly

Performance Management - having good open conversations

Employee Engagement - getting people's heart involved in their work

Career Paths for Top Talent - treating the best talent differently from the rest